Karla Bernardi1, Puja Shah2, Nicole B Lyons2, Oscar A Olavarria3, Zeinab M Alawadi3, Isabel M Leal4, Julie L Holihan3, Barbara L Bass5, Colleen E Jakey6, Lillian S Kao3, Tien C Ko2, Paul C Kuo6, Michele M Loor7, Feibi Zheng5, Mike K Liang3. 1. Department of General Surgery, McGovern Medical School, University of Texas Health, Houston, TX; Department of General Surgery, Center for Surgical Trials and Evidence-Based Practice, University of Texas Health, Houston, TX. Electronic address: KarlaBernardi.m@gmail.com. 2. Department of General Surgery, McGovern Medical School, University of Texas Health, Houston, TX. 3. Department of General Surgery, McGovern Medical School, University of Texas Health, Houston, TX; Department of General Surgery, Center for Surgical Trials and Evidence-Based Practice, University of Texas Health, Houston, TX. 4. Department of Psychological Health & Learning Sciences, University of Houston, TX. 5. Department of General Surgery, Houston Methodist Hospital, TX. 6. Department of General Surgery, University of South Florida, Tampa, FL. 7. Department of General Surgery, Baylor College of Medicine, Houston, TX.
Abstract
BACKGROUND: Our objective was to identify perceptions of the environment for women in surgery among 4 academic institutions. METHODS: Faculty surgeons and senior surgery residents were randomly selected to participate in a parallel study with concurrent quantitative and qualitative data collection. Outcomes were perceptions of the environment for women in surgery. Measures included semi-structured interviews, survey responses, and responses to scenarios. RESULTS: Saturation was achieved after 36 individuals were interviewed: 14 female (8 faculty, 6 residents) and 22 male (18 faculty, 4 residents) surgeons. Men (100%) and women (86%) reported gender disparity in surgery and identified 6 major categories which influence disparity: definitions of gender disparity, gaps in mentoring, family responsibility, disparity in leave, unequal pay, and professional advancement. Overall 94% of participants expressed concerns with gaps in mentoring, but 64% of women versus 14% of men reported difficulties finding role models who faced similar obstacles. Over half (53%) reported time with loved ones as their biggest sacrifice to advance professionally. Both female and male respondents expressed system-based biases favoring individuals willing to sacrifice family. A global subconscious bias against the expectations, abilities, and goals of female surgeons were perceived to impede promotion and advancement. CONCLUSION: Both female and male surgeons report substantial gender-based barriers in surgery for women. Despite improvements, fundamental issues such as lack of senior role models, limited support for surgeons with families, and disparities in hiring and promotion persist. This is an opportunity to make substantive changes to the system and eliminate barriers for women joining surgery, advancing their careers, and achieving their goals in a timely fashion.
BACKGROUND: Our objective was to identify perceptions of the environment for women in surgery among 4 academic institutions. METHODS: Faculty surgeons and senior surgery residents were randomly selected to participate in a parallel study with concurrent quantitative and qualitative data collection. Outcomes were perceptions of the environment for women in surgery. Measures included semi-structured interviews, survey responses, and responses to scenarios. RESULTS: Saturation was achieved after 36 individuals were interviewed: 14 female (8 faculty, 6 residents) and 22 male (18 faculty, 4 residents) surgeons. Men (100%) and women (86%) reported gender disparity in surgery and identified 6 major categories which influence disparity: definitions of gender disparity, gaps in mentoring, family responsibility, disparity in leave, unequal pay, and professional advancement. Overall 94% of participants expressed concerns with gaps in mentoring, but 64% of women versus 14% of men reported difficulties finding role models who faced similar obstacles. Over half (53%) reported time with loved ones as their biggest sacrifice to advance professionally. Both female and male respondents expressed system-based biases favoring individuals willing to sacrifice family. A global subconscious bias against the expectations, abilities, and goals of female surgeons were perceived to impede promotion and advancement. CONCLUSION: Both female and male surgeons report substantial gender-based barriers in surgery for women. Despite improvements, fundamental issues such as lack of senior role models, limited support for surgeons with families, and disparities in hiring and promotion persist. This is an opportunity to make substantive changes to the system and eliminate barriers for women joining surgery, advancing their careers, and achieving their goals in a timely fashion.
Authors: Joshua T Bram; Lacey C Magee; Andrew Parambath; Andrea S Bauer; Ericka A Lawler; Patricia E Miller; Apurva S Shah Journal: Iowa Orthop J Date: 2022-06